Hollister Employee Handbook - Policies and Benefits for All Store Employees - Tyler Arner/ Cody Trimm
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Hollister Employee
Handbook
Policies and Benefits for All Store Employees
Tyler Arner/ Cody Trimm
Page | 1Store Employee Handbook
POLICIES AND BENEFITS FOR ALL STORE EMPLOYEES
TABLE OF CONTENTS
General Information 4
Full-Time/Part-Time Definitions 4
Regular/Seasonal Definitions 4
Employment 5
Employee Rights and Obligations 5
Equal Employment Opportunity Policy 5
Open Door Policy 5
Anti-Discrimination and Harassment Policy 6
Applicability 7
Respect Policy 7
Transfers and Promotions 8
Resignations 8
Your Paycheck 9
Record of Hours Worked 9
Overtime Definitions 9
Raises 9
Breaks and Meal Periods 10
Tardiness 10
Inclement Weather 10
Page | 2Absence 11
Loss Prevention and Safety 12
Company Property 12
Fitting Room Procedures 13
Safety 13
Hazardous Materials Policy 13
Injury and Illness at Work 14
Workers’ Comp. 14
Smoking 14
Drug-Free Workplace 14
Company Look Policy Guidelines 15
Hairstyles 15
Makeup 15
Facial Hair 15
Tattoos 16
Gum 16
Benefits for All Store Employees 17
Discounts 17
Triple “AAAs” 17
Holidays 18
Holiday Pay 18
Page | 3General Information
FULL-TIME/PART-TIME DEFINITIONS
DESCRIPTION WHO IT APPLIES
TO
Full- Employees who are regularly Employees in any
Time scheduled to work 32 hours or more position.
per work week
Part- Employees who are regularly Applies to models,
Time scheduled to work less than 32 hours impact-team members,
per work week. and ALL Overnight
positions. Also
Part-time employees will experience including cashiers,
less stable schedules which mean cleaners, and greeters.
fluctuating times.
REGULAR/SEASONAL DEFINITIONS
DESCRIPTION WHO IT APPLIES
TO
Regular Employees that have been hired to
work on an ongoing basis for an
indefinite period of time.
Seasonal Employees that have been hired to
work on a temporary basis or a
specific time.
Page | 4Employment
EMPLOYEE RIGHTS AND OBLIGATIONS
EQUAL EMPLOYMENT OPPORTUNITY POLICY
Hollister Co. is committed to the principal of equal employment
opportunity. Under no circumstances will Hollister discriminate on the
basis of race, skin color, religion, national origin, national origin, civil
union status, gender identity or expression, political status, disability or
handicap, sex or sexual orientation or any other category protected by
the federal or state laws and regulation. The only decisions regarding
hiring, promoting, transfer, demotion or termination will be based solely
on qualifications and performance of the employee or prospective
employees.
Appropriate disciplinary action may be taken against any employee
willfully violating this policy.
OPEN DOOR POLICY
We encourage that if any employee feel as if they have been treated
unfairly too address their concern with their supervisor, the head of the
department, and or human resources.
Page | 5ANTI-DISCRIMINATION AND HARASSMENT POLICY
Hollister Co. has a firm commitment to maintaining a workplac e free from
harassment, sexual or otherwise, or intimidation of any employee job
applicant, male or female. Hollister does not condone or tolerate any
form of harassment by any employee, vendor, models or any other
person associated with Hollister on the b asis of any personal
characteristics, including: race, skin color, religion, sex, sexual
orientation, national origin, civil union, gender identity, age, marital
status, disability and or handicap, or any other terms protected by
federal or state law.
Harassment involves behavior that is personally offensive weather mental
or physical that fails to respect the rights of others, lowers self-esteem
and interferes with work effectiveness. Harassment may take different
forms but whatever form it may take, harassment is insulting and
demeaning to the recipient and will not be tolerated in this workplace.
1. Hostile work environment- Behavior of a sexual nature that is
unwelcome and unreasonably interferes with job performance or
creates and intimidating, hostile or offensive work environment.
Example:
Touching, Holding, Grabbing, Kissing, Leering, Inappropriate comments
pertaining to another’s sex or body appearance, sexual jokes, obscene
language or gestures, derogatory statements or offensive photographs
or E-mails.
2. Quid Pro Quo - Employment, advancement, or benefits that is
dependent on an employee’s willingness to perform sexual advances or
behavior, including sexual demands and favors, unwanted touching, etc.
Example:
A supervisor threatens an employee with dismissal, blocking promotions
or transfers, giving a bad evaluation and/or cutting hours unless he or
she performs a sexual act.
Page | 6APPLICABILITY
Hollister officials, managers, supervisors, employees, volunteers and
outside contractors must comply with this policy and take appropriate
measures to insure that such conduct does not occur in the workplace.
Venders and all other outside parties, engaged in professional business
with Hollister are also expected to abide by the policy as well.
RESPECT POLICY
You have your own unique set of ideas, thought process and values. You
come from your own background, upbringing, Ancestry and have your
own manner of dress and speech, sense of honor, appearance, race or
color, politics, religious beliefs, sexual orientat ions possible handicap or
military background- all of these things make you unique and who you
are.
We here at Hollister Co. expect you to treat every person you come into
contact with (other employees, customers, applicants, Etc.) dignity and
respect. Our employees are expected to respect the opinion, thoughts,
and feelings of everyone. Employees of Hollister Co. are expected to
always use a professional attitude, sensitivity, compassion and diplomacy
during any issue.
Everyone deserves to be treated with respect- regardless of their unique
qualities; each of us cannot know exactly how everyone will feel about
every topic, every statement or gesture/action we might make. We must
communicate with one another. If someone offends you, you should make
that person aware and hope that it won’t happen again. If you have
offended someone, apologize to that person and do not repeat that
offense.
If for any reason you do not feel comfortable communicating directly to
the person who has offended you, or if you have do ne so but they keep
up with the offensive actions, then it is your obligation to talk with your
manager or anyone in management or human resources about the
conduct you found offensive. From this time on, we will take this to
serious concern and investigate your concerns. You and everyone
involved in the investigation will be treated with respect.
Page | 7TRANSFERS AND PROMOTIONS
Transfers will be available upon request. Employee must provide
managers with up to 2 weeks’ notice and must contact the transferring
Hollister to provide them with a notice of your arrival. Though
transferring does not guarantee shifts, as the amount of employees at
each individual store varies. Promotions will be given to those employees
that have finished college and received at least a Bachelor’s degree in any
study, as long as the wanted position is available.
RESIGNATIONS
At Hollister we understand that varying circumstances cause employees
to voluntarily resign from employment. If this time does come, you are
asked to:
1. Provide a two weeks’ notice to facilitate a smooth transition out of
the companies system.
2. The resignations should be confirmed in writing, we provide
employees with an Employee Resignation form for this exact
purpose, or just a type of written notice th at must include the
reason for departing and the effective date.
3. If the employee provides less than a two weeks’ notice we may
deem the employee ineligible for rehiring.
Page | 8Your Paycheck
You will receive a paycheck 2 times a month (bi -weekly). Your manager
will tell you what your rate of pay will be, as during holidays and other
special occasions, your amount of pay per hour may change. Each pay
period will begin on Sunday and end on Saturday. Your paycheck will
consist of all the information to show y ou the taxes taken from your
check for that year and for the current pay time period. The check will
show you your amount of hours worked as well as how much you were
paid for working that amount of time.
RECORD OF HOURS WORKED
All employees must punch in and out for all hours worked. This serves as
the official record of hours worked and will be the basis on calculating
your bi-weekly pay. All hours worked must be accounted for. Any
falsification in hours worked is a violation of Company policy and will
result in immediate termination. You are encouraged to keep your
printouts given at the time of punching in, or punching out, in case there
are any questions concerning your amount of hours worked.
OVERTIME DEFINITIONS
Employees who are eligible to receive overtime pay for working over 40
hours per week, are employees listed as Models, or Impact. Employees
such as MITs(Managers-In-Training), and Assistant Managers, are only
able to receive overtime pay at one half their regular rate for each hour
worked over 40 hours. Store Managers are unable to receive overtime
pay, as they are paid on a salaried basis.
RAISES
Hollister Co. allows for up to 2 raises each year and the raises are
generally for up to 5 cents. As Hollister Co., is an international company
we have lots of employees across the year, and we are unable to provide
each employee with yearly raises. The employees chosen for the raise
each year are watched over the year and graded by managers over
different categories, and by the amount of positive notes written about
the employees’ work ethics, to find who the best fit for the raises are.
Page | 9BREAKS AND MEAL PERIODS
Breaks and meal periods will be given to employees who work a 4 hour or
more shift, if the employee is working a 4 hour shift they will be given a
15 minute break to do whatever they please without having to clock out,
however, due to changing needs of the business, the time when breaks
and meal periods are taken will vary, though, employees who arrive after
the given 15 minute break will be written up, and after 3 write ups for
this the employee will be removed from employment for the company.
Employees working up to an 8 hour shift will be given either a 30 minute
break or 1 hour break depending on if the working manager permits (also
based on the needs of the company), but must clock out when taking this
break. Being late from a 30 minute to an hour break, may also result in a
write up.
TARDINESS
Here at Hollister we expect every employee to be on time, if unexpected
or special reasons arise that cause you to be late, you must inform a
Manager at least an hour before your scheduled shift. Tardiness without
reason and a call notice will not be accep ted, and will result in a write up.
After three write ups for unreasoned/noticed tardiness the employee will
be removed from employment for the company.
INCLEMENT WEATHER
It is the goal of Hollister Co. to remain open for business as scheduled,
however, if conditions of the weather leads to the prevention of the
opening of the company, employees that are scheduled for working on
the specific days will be notified by a member of store management. Part -
time employees will not be paid for hours missed when th e store is
closed due to inclement weather. Full-time employees will still be paid
and projected to fulfill 40 hours.
Page | 10ABSENCE
Here at Hollister, it is key that all employees are committed to working
their scheduled shifts. Recurrent absences c reate hardship on co-workers
and your store. If it becomes necessary for you to be absent because of a
previously scheduled event, notification of at least 14 days in advance is
asked of you, so the schedule for the week can be made without changes
to your co-workers schedules. If unexpected or special reasons arise that
cause you to be absent the day of a scheduled shift, you must inform a
Manager at least 2 hours before the scheduled shift. If you are unable to
work your shift, it is your responsibility t o find another employee of your
same status (Model/Impact) to work in your place, as well as notifying
your manager of who will be working in your place. If you are unable to
find someone to work for you, you must contact the working manager to
ask if there is anyone else for you to call. Absences of more than 5 days
due to injury or illness must be documented with a written explanation
from your doctor. Absence without reason and a call notice will not be
accepted, and will result in a write up. After thr ee write ups for
unreasoned/noticed absence the employee will be removed from
employment for the company.
Page | 11Loss Prevention and Safety
Loss prevention is the protection of company products from loss or harm,
otherwise theft, or destruction of products. Loss prevention is very
important in our company and the following procedures have been
designed to prevent company property from loss. If you witness an
employee stealing you should notify your Loss Prevention regional team
immediately. (866-LOSS-PREV)
1. Employees should not misuse the discount privilege. The store
discount may only be used for yourself, your spouse, your
dependents, and gift purchases.
2. Employees are not allowed to use gift cards to pay for products.
3. A thorough check of each employee’s purse, packages, and others
belongings will be made at the front door, by management each
time an employee leaves the premises. Coats are to be taken off
prior to being checked.
4. All trash must be removed from the store in the presence of
some sort of management. In addition to this clear trash bags
must be used.
5. Employees, including managers, may not ring up their own
transactions.
6. No employee can try on clothes while they are clocked -in, or
should be clocked-in to work.
7. No employee should follow a person that they think may have
taken products.
8. Employees should never accuse customers of stealing.
Violation of these procedures, may lead to termination of the employee.
COMPANY PROPERTY
Any employee caught stealing, or damaging company property will be
terminated. If you witness or have knowledge of any criminal act, you
must immediately report it to your manager, district manager, or your
regional loss prevention manager.
Page | 12Fitting Room Procedures
1. Greet the customer.
2. Take the items from the customer and count them. Customers
are only allowed 5 items in the fitting room at a time.
3. (Certain items such as flip flops, and jewelry are not allowed in
the fitting room)
4. Place their items in a clean fitting room, clear of price tags, size
stickers, and other clothing.
5. Count the number of items the customer exits with.
6. Check inside the room and clear out any merchandise, price tags,
size stickers, and other trash.
Safety
Here at Hollister Co. your safety is very important to us. We encourage
all employees to take time to do their job in a safe manner. If you come
across or see any potentially dangerous situation that could cause injury,
notify your manager immediately. Acts like horseplay can endanger the
health of yourself and others and may lead to discipline, up to
termination. Hollister wants all staff and employees to communicate
about safety and danger.
HAZARDOUS MATERIALS POLICY
The OSHA demands all employees must be familiar with the hazards at a
workplace, here at Hollister Co. we have two types of hazardous
materials: Flammable liquids (fragrances, body mist, and cleaning
supplies) and compressed gas (deodorant spray, cleaning supplies). We
hold an information group when new employees are hired to inform them
on these materials.
Page | 13INJURY AND ILLNESS AT WORK
If something occurs to where you or a customer are involved in a accident
or having a personal accident within the store, you must immediately
notify your store manager for first aid or immediate medical attention if
needed. You will be required to fill out a n accident report form with the
store manager, and mail ASAP to the Risk Management Department.
*NOTE* the form also contains a Witness statement form.
WORKERS’ COMP.
State law requires that employees who are injured while doing their job
get workers’ compensation coverage. The state law also determines what
benefits to give on account of a work -related injury. Injured employees
must show up on their next scheduled shift, unless appo inted otherwise
from a doctor, and you must have a note.
SMOKING
Smoking is not permitted anywhere on company property, including the
use of chewing tobacco. Smoking is only permitted in designated mall
areas or outside the store.
DRUG-FREE WORKPLACE
Hollister Co. is committed to achieving and maintaining a drug and
alcohol free workplace. The use of alcohol or illegal drugs during
scheduled work times (including meal and breaks periods) by a company
employee may not be tolerated and may lead to termination. Illegal drugs
include illegal narcotics, inhalants, and illegally obtained prescription
drugs. Hollister Co. will not tolerate any employee coming to work or
being on property under the influence of any drug, or the use of drugs
while working.
Hollister Co. reserves the right to require an employee to be tested of
alcohol or drugs, or to resign when there is reasonable suspicion of drug
or alcohol use at work. If tests for drugs or alcohol are refused buy an
employee they are subject to termination.
Page | 14COMPANY LOOK POLICY GUIDELINES
Here at Hollister Co. our employees represent the brand in both style and
grooming. We realize everyone has their own personal style and
grooming habits and are subject to their own tastes and preferences. We
want to respect our employee’s individualism but still maintain a
consistent level of dress and grooming that represents our brand well.
Though we do not require that our employees buy or wear clothing,
accessories or other items from our stores, but they should wear clothes
similar to the brand.
HAIRSTYLES
Hairstyles for men and woman should a ppear neat, clean, natural and
classic.
Styling products are tolerated and can be used if used properly.
Sideburns need to be trimmed so that they do not extend past the
middle of the ear.
Color and or highlights must appear as if they were natural.
Extreme hairstyles, such as Mohawks, corn -rows and mullets are
not allowed.
MAKEUP
Makeup, if worn at all must be within these guidelines, only to enhance
natural features.
Foundation, base or blush can only be worn if it is applied so that it
appears natural.
Eye shadow may be worn if it is lightly applied and must be a
natural color.
Lip gloss is also allowed also in a natural color - lip stick may not be
worn.
FACIAL HAIR
Men must maintain a clean shaved face.
Page | 15TATTOOS
Tattoos are acceptable, as long as they are not distracting to
customers.
Facial & neck tattoos are not permitted.
Tattoos cannot be offensive or obscene.
GUM
Absolutely no gum chewing while at work.
Page | 16Benefits for All Store Employees
DISCOUNTS
On the first day of employment, employees will receive a discount on the
price of store products. This discount applies to the original price, and
doesn’t apply to promotional or redline prices.
Full- Time employees receive a 20% discount off of regular priced
products.
Part-Time employees receive a 10% discount off of regular priced
products.
Employees are encouraged to use their discount to purchase products for
personal use, or as gifts. Under no circumstances is your discount to be
used by your friends or relatives (with the exception of your dependents.)
Misuse and abuse of your discounts will lead to termination.
Every time you make a discount purchase, some member of store
management must approve the sale, with the sale being accounted for on
your employee purchase log. A sales receipt mus t also accompany any
returns by employees. Employees, who borrow company clothes from
others or receive them as gifts, must also receive the receipt for the
clothes. Employees who wear clothes to work that are not in their
purchase log, and do not have the receipt as proof, may be disciplined,
up to termination.
TRIPLE “AAAS”
We want to hire employees who identify with and promote the brand. We
encourage employees to wear and enjoy current styles, so the Home -
Office offers “AAA” purchases several times a y ear. New hires and rehires
are eligible to purchase AAAs on their hire date. The Home -Office will set
the discount rates, applicable products, and dates where the discounts
are effective.
Page | 17HOLIDAYS
The following days are considered holidays for the purpose of Holiday Pay
policies.
New Year’s Day Memorial Day July 4th
Labor Day Thanksgiving Day Christmas Day
HOLIDAY PAY
Employees are eligible for holiday pay upon being hired. Part -Time
employees will be paid time and a half for all hours worked on the listed
holidays. Full-Time employees will receive 8 hours of holiday pay, plus
regular pay for all hours worked on the listed holidays.
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